Monitoring the impact of adjustments

It’s important to monitor the impact of reasonable adjustments. You should:

• Create an action plan to reassess your reasonable adjustment policies.
• Take a benchmark of the current position and measure the impact.

Government recommendations

The Government suggests 2 parts to the voluntary disability reporting:

Part A:

This is the percentage of employees who consider themselves as:

• disabled
• having a long-term health condition

Part B:

This is a narrative on the recruitment and retention of disabled staff. This includes:

• recruitment and retention policies
• support offered to employees with specific conditions
• the role of networks and support groups
• progression and age of disabled employees
• workplace adjustments
• employee engagement scores

Scope recommendations

To add to this, Scope recommends employers:

• compare records for disability reporting discrepancies. Review HR records against anonymous staff surveys
• record adjustment requests and the percentage agreed
• track the time taken from initial request to implementation of adjustments
• track feedback on adjustments from follow-up meetings with employees and staff satisfaction surveys

Progression and pay can be challenging data to collect. A full disability pay gap analysis may not available. If this is the case, collect data on the breakdown of disabled employees at each pay quartile.

By monitoring this information, you can:

• identify areas that need improvement
• show the impact of changes you introduce

For a successful inclusion policy, build employees’ confidence with:

• an official launch
• short lunch and learn briefings on the new policies and process
• success stories from employees who have benefitted

Summary

• Review your policy and procedure
• Identify areas for improvement
• Implement new policy and process
• Raise awareness and understanding through training
• Monitor impact